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Cap Exempt Jobs in Washington, DC (NOW HIRING)

Redgrave LLP

Human Resources Director

Chantilly, VA · Remote

$175K/yr

Human Resources Director Full-Time | Exempt | Reports to Chief Operating Officer Compensation: $150 ... Support the COO in administration of the Career Advancement Program (CAP) and Career Progression ...

City of Manassas, VA

Firefighter BLS

Manassas, VA · On-site

$60K - $81K/yr

Non-Exempt Grade: PS1, Step 0 - Step 10 Position Summary We welcome you to apply for our ... cap out at 10 years credited. **(Please note: If you are eligible for our Firefighter ALS list but ...

City of Manassas, VA

Firefighter ALS

Manassas, VA · On-site

$75K - $96K/yr

Non-Exempt Grade: PS1A, Step 0 - Step 10 Position Summary We welcome you to apply for our ... will cap out at 10 years credited. To be considered for this opportunity, you must submit a ...

Belcan

Financial Coordinator

Manassas, VA · On-site

$39.10/hr

This means that Client will not support any CPT, OPT, or STEM OPT plans, F-1 to H-1B, H-1B cap ... Active duty military candidates are exempt from this requirement. Preferred Qualifications: · ...

Belcan

Financial Coordinator

Manassas, VA · On-site

$39.10/hr

This means that Client will not support any CPT, OPT, or STEM OPT plans, F-1 to H-1B, H-1B cap ... Active duty military candidates are exempt from this requirement. Preferred Qualifications: • ...

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Showing results 21-40

All JobsCap Exempt JobsCap Exempt Jobs in Washington, DC

Cap Exempt information

See Washington, DC salary details

$20.4K

$72.4K

$162.1K

How much do cap exempt jobs pay per year?

As of Aug 18, 2026, the average yearly pay for cap exempt in Washington, DC is $72,429.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,483.00 and $89,114.00 per year, depending on experience, location, and employer.

What are cap-exempt jobs?

Cap-exempt is a phrase used to refer to jobs that are exempt from the regular annual cap on foreign workers with an H-1B visa, or those seeking sponsorship from an employer or employment in the United States. In general, cap-exempt positions are available to higher education institutions, non-profits associated with higher education, and non-profit research or government organizations. In some cases, these types of jobs are also available in medical care, computers, finance, or qualifying non-profits. Cap-exempt jobs are more about the employer than the position. Specific requirements are necessary to qualify for this type of visa and to bypass the regular H-1B limit.

What are the key skills and qualifications needed to thrive as a cap-exempt H-1B visa professional, and why are they important?

To thrive in a cap-exempt H-1B visa position, you typically need advanced educational qualifications (often a relevant bachelor's or master's degree) and specialized expertise in your field. Familiarity with visa regulations, compliance documentation, and institutional systems such as SEVIS may be required, especially in academic or nonprofit settings. Strong communication, adaptability, and organizational skills help professionals navigate complex processes and collaborate within diverse workplaces. These skills ensure legal compliance, successful visa sponsorship, and effective integration into specialized U.S. organizations.

How does being in a cap-exempt role affect collaboration with other departments within an organization?

In a cap-exempt role, especially within educational institutions or nonprofit organizations, collaboration often involves working closely with administrative, academic, and HR teams to ensure compliance with specific visa requirements and organizational policies. You may find yourself acting as a liaison between your department and immigration attorneys or government agencies, which can present unique coordination challenges. Effective communication and a strong understanding of institutional processes are essential for success in these environments. This collaborative nature can also provide valuable networking opportunities and insight into broader organizational operations.

What is the difference between Cap Exempt vs Contract Accountant?

FeatureCap ExemptContract Accountant
CredentialsTypically requires accounting certifications like CPAOften requires similar certifications, but may vary based on contract terms
Work EnvironmentUsually employed directly by a company or organizationWorks on temporary or project-based assignments, often freelance or through agencies
Employer & Industry UsageCommon in corporate finance, government, or non-profitsCommon in consulting, project-based work, or firms hiring temporary staff

Cap Exempt roles are generally permanent positions with benefits, while Contract Accountants work on short-term projects without long-term commitments. Understanding these differences helps job seekers choose the right opportunity based on their career goals and work preferences.

More about Cap Exempt jobs

What are popular job titles related to Cap Exempt jobs in Washington, DC?

For Cap Exempt jobs in Washington, DC, the most frequently searched job titles are:

What job categories do people searching Cap Exempt jobs in Washington, DC look for?

The top searched job categories for Cap Exempt jobs in Washington, DC are:

Cap Exempt jobs near you
Infographic showing various Cap Exempt job openings in Washington, DC as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, 1% Temporary, and 1% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $72,429 per year, or $34.8 per hour.

Human Resources Director

Redgrave LLP

Chantilly, VA • Remote

$175K/yr

Full-time

Medical, Dental, Vision, Retirement

This job post has expired today. Applications are no longer accepted.

Job description

Human Resources Director

Full-Time | Exempt | Reports to Chief Operating Officer

Compensation: $150,000 – $215,000 DOE

The Opportunity

The Human Resources Director provides strategic leadership and oversight of all Human Resources functions at Redgrave LLP. This role is accountable for the full talent acquisition lifecycle, firm-wide HR strategy, employment compliance, organizational effectiveness, and the performance of the broader HR team. The Human Resources Director partners closely with firm leadership and serves as the primary architect of people programs that attract, develop, and retain diverse talent in support of the Firm\'s long-term success.

This is a remote position with regular collaboration across time zones.

What You’ll Do

Talent Acquisition & Recruiting

  • Lead firmwide recruiting strategy across all levels—attorneys, professional staff, and operations.
  • Partner with practice and department leaders on hiring forecasts, sourcing, and external search firm relationships.
  • Track recruiting metrics and report results to firm leadership; ensure EEO compliance in all hiring.

Compliance & Employment Law (shared with HRBP)

  • Co-own employment law compliance and policy development with the HRBP; hold final authority on policy decisions and Employee Handbook updates while the HRBP manages day-to-day upkeep and drafts revisions.
  • Oversee disciplinary processes, PIPs, and investigations in partnership with the HRBP; ensure audit-readiness of all HR records.

HR Strategy & Leadership

  • Serve as the primary HR liaison regarding the HR department to firm leadership, providing guidance on organizational design, workforce planning, and culture.
  • Lead and develop the HR team.
  • Support DEI strategy in partnership with the Chairs of the Inclusivity and Culture Committee.
  • Oversee the annual performance review cycle, real-time feedback process (RTF), and compensation planning.
  • Champion employee engagement and well-being; present HR dashboards to the Managing Partner and Executive Committee.
  • Support the COO in administration of the Career Advancement Program (CAP) and Career Progression Program (CPP).

HR Operations Oversight

  • Coordinated support for benefits administration, HRIS integrity, and HR data governance; ensure cross-functional continuity with Payroll, IT, Finance, and Operations.
What We’re Looking For
  • 10+ years of progressive HR experience, including 3+ years in a senior leadership role; law firm or professional services background strongly preferred.
  • Deep knowledge of employment law, benefits, compliance, and full-cycle recruiting.
  • Proven ability to lead, develop, and hold accountable an HR team.
  • Strong analytical, communication, and presentation skills; high discretion and sound judgment.
  • Proficiency with ADP Workforce Now required; ViGlobal a plus.
  • Bachelor’s degree required; Master’s preferred. SHRM-SCP or SPHR strongly preferred.
Compensation & Benefits
  • Base salary: $150,000 – $215,000 DOE
  • Comprehensive health, dental, and vision; 401(k), with firm contributions into multiple retirement vehicles, HSA and FSA
  • Generous FTO, paid holidays, remote environment, and professional development support
How to Apply

Submit your resume and a brief cover letter to apply. Applications are reviewed on a rolling basis.

Redgrave LLP is an Equal Opportunity Employer.

Apply